Happy New Year, allies! As we start this new year, I cannot help but feel a sense of renewed energy. My word of the year is fun. After last year, I feel like we all deserve it. I love how the new year brings a fresh start of a new calendar year that invites us to look in the rearview mirror just long enough to learn from it before focusing entirely on the road ahead.
If you have been following our work at Next Pivot Point, you know that I do not believe in checking the box. We are not a fan of performative slogans here. We do real, messy, beautiful, human-centered change. As we navigate the unique landscape of 2026, which is a year where AI continues to reshape our workflows and Gen Z is officially demanding more from workplace culture than ever before, the old way of leading simply will not cut it.
To make 2026 your most impactful year yet, it is time for a pivot. This is not a total 180-degree turn, but rather a deliberate shift in how we show up for one another. Here is how we can make 2026 a true fresh start by leading like allies.
1. Pivot from Diversity to Belonging.
For years, organizations focused on the numbers or the diversity part of the equation. But as I often say, diversity is being invited to the party; inclusion is being asked to dance; and belonging is knowing the steps and feeling safe enough to suggest a new song.
This year, let us make belonging the goal. When people feel they belong, they bring their full, authentic selves to work. They do not waste energy “covering” or hiding parts of their identity. In 2026, ask yourself: Does every member of my team feel seen, heard, and valued? If the answer is not a resounding “yes,” that is your first pivot point.
2. Embrace the Magic Middle.
One of the biggest lessons from 2025 was that progress does not happen by only talking to the champions or fighting with the naysayers. True cultural shifts happen in what I call the Magic Middle. These are the folks who are curious but perhaps a bit fearful of saying the wrong thing. They want to be allies, but they do not know where to start. Research shows that fear of irrelevance and getting it wrong are the top prohibitors to allyship.
Make 2026 the year you “call people in” rather than “calling them out.” Instead of focusing on who is getting it wrong, focus on inviting the persuadables into the conversation. Share stories, create psychological safety, and let them know that allyship is a journey and not a destination. We are all going to make mistakes; the fresh start comes from our willingness to learn from them.
3. Move from Mentorship to Sponsorship.
We talk a lot about mentorship at Next Pivot Point, and while it is great to have someone to talk to, it is even better to have someone who talks about you.
In 2026, I want to challenge you to be a sponsor. A mentor gives advice behind closed doors, while a sponsor uses their social capital to open doors when the person is not even in the room. If you have power, influence, or a seat at the table, use it to advocate for talent that looks different than you. This is how we dismantle systemic bias: one promotion, one high-visibility project, and one stretch assignment at a time.
4. Practice Active Inclusion Daily.
A fresh start is not built on one big annual training session. It is built on micro-behaviors. It is about how you run your Monday morning meetings.
- Are you pausing to ensure the quietest person in the room has space to speak?
- Are you using inclusive language that acknowledges different family structures or gender identities?
- Are you checking your “affinity bias,” which is that natural tendency to favor people who remind us of ourselves?
Inclusive leadership is a muscle. The more you flex it in small ways, the stronger your culture becomes.
5. Prioritize Your Own Pivot Point.
Finally, you cannot lead others if you are running on empty. A fresh start for 2026 requires personal resilience. Many of us in the HR and DEI space feel the loneliness of the changemaker. This year, I want you to find your board of advisors. Whether it is joining a cohort like our Changemakers group or simply finding a peer who understands, do not do this work alone.
As we look at the year ahead, remember that inclusive leadership is no longer a “nice-to-have” feature. In a world that feels increasingly polarized, your ability to build a bridge across difference is your greatest competitive advantage. It is how you will retain your best talent, spark the best innovation, and, most importantly, how you will make a lasting impact.
Let us make 2026 the year we stop talking about change and start being the change, one practical step at a time.
Your Next Pivot Point
Are you ready to pivot? Let us do this together. Check out our “Top 10 Inclusive Leadership Pivots for 2026” and be sure to get a free allyship training for your organization by subscribing to our weekly, no-spam newsletter.
It’s time to stop waiting for permission and start taking action. What’s your next pivot? Schedule time to brainstorm for 2026 here.